TalentGuard Overview. The Predictive People Development Company

Transcription

1 TalentGuard Overview The Predictive People Development Company

2 Company Overview

3 TalentGuard Overview The Predictive People Development Company. About Us Provider of Award-Winning Competency- Based Talent Management Solutions Serve Mid-Market and Enterprise Global Clients Awards CIO Review Top 20 HR Technology Innovator Leadership Excellence Top Corporate HR Award Founded 2009 Headquarters USA Austin, Texas Global Footprint 6 Operating Centers HRO Baker's Dozen for Customer Service Excellence Cloud Award HR Innovator

4 Operating Centers in 6 Countries Canada United States Mexico City Middle East UAE & Lebanon Singapore Key Partnerships

5 Notable Highlights Years Combined leadership, organizational development and coaching expertise % 60% Deployments Include multi-region delivery. Client Engagements Are multi-country solutions. Surveys Conducted annually. 3M+ 10 Strategic Partners Country-specific resellers who co-deliver technology, support and professional services.

6 What Makes us Different? We ve built software and cultures that drive high value for our clients, while delivering a great experience for our employees. Subject Matter Expertise Our team is smart and talented to ensure your project is a success from start to completion. We have deep in-house expertise dedicated to the project. 1 2 Tailored Processes While we have a methodical process, we can also custom tailor to deliver the most successful 360 project possible. Ability to adapt solution over time as needs evolve. Communication & Transparency Direct and dedicated team working on your project and with your employees. 3 4 High-Quality Software We are focused on building smarter software and engaging experiences for every client.

7 Select TalentGuard Customers

8 Talent Management Suite

9 TalentGuard Product Suite Built on a philosophy of employee career development and empowerment Maximize the potential of your employees by measuring their progress. Ensure total compensation and rewards are fair and transparent. Enable self-directed career development. Find the best job fit for your workforce based on comprehensive data. Employee centered feedback to drive improvements. Foster career development with accomplishments you can see. Engage your workforce with competency-based learning. Ensure job role compliance and monitor continuing education. TALENT FRAMEWORK TALENT ANALYTICS

10 TalentGuard's Competency Manager is a cloud solution that enables companies to: Access thousands of standardized work skills that unify employee behaviors, functional experiences, qualifications and work-style preferences. Enable employees to showcase their skills, experiences, certifications, achievements, aspirations and work history. View skills or jobs in demand internally and identify gaps for professional development. Enhance job profiles by crowdsourcing employee suggestions of new skills and ranking the importance of existing ones. Assess, rank and verify skills by coworkers based on real-world work interactions.

11 TalentGuard s Performance Management is a cloud solution that enables companies to: Share corporate goals to align the organization and focus on results. Support real-time feedback and career development planning. Recognize and reward people based on key performance metrics. Recommend relevant learning resources to stimulate professional growth.

12 TalentGuard s Career Pathing software changes the paradigm for career progression in the 21 st century by enabling employers to establish clear strategies for how talent can grow from within. Fuel employee enablement by recommending career paths, job enhancement, vacancies and job rotations aligned to skills, goals and aspirations. Empower leaders by helping them coach and support employees with meaningful conversations as they navigate the organization. Build a workforce around organizational engagement which gives companies a competitive advantage.

13 TalentGuard s Succession Management is a cloud solution that enables leaders to: Align the organization based on current and future business needs. Understand retention risks and enable proactive intervention. Create a talent pipeline to fill future positions. Recommend developmental opportunities to accelerate growth of individuals and talent pools.

14 TalentGuard s Certification Tracking software offers a dependable solution that enables companies to assess their risk expose and certification obligations. Use our tool to: Manage, track and report on employee training, licenses and professional development required by employees in their jobs. Facilitate compliance with regulations and contractual obligations required by core business activities. Quickly and accurately provide and verify evidence of certification to vendors and suppliers Communicate status of certifications to all interested parties including employees, managers, legal and human resources.

15 TalentGuard s 360 Degree Feedback software helps employers gain valuable insight into an employee s potential and performance. Our tool: Helps employees increase self-awareness, better understand strengths, uncover blind spots, and improve skills. Guides managers in providing important feedback to employees and coaching them to higher levels of performance. Accurately gathers multi-rater feedback, measures leadership potentials, and benchmarks participants on a variety of dimensions.

16 TalentGuard s Development Planning Software provides the visibility needed to adjust career goals throughout the year. Our tool: Enables employee to track career development goals all year long. Provides managers with visibility into development activities and employee progress, provide real-time feedback and recognize employees. Helps companies facilitates and measure short- and long-term goals across distributed teams for improved agility and more predictable attainment.

17 TalentGuard s Learning Management software helps companies to: Recommend and search for learning options based on an employee s job profile, performance review, 360 degree feedback and career path. Publish and deliver training in a variety of formats including classroom, online, and mobile learning. Administer, track, deliver and report on course progress in an efficient manner.

18 TalentGuard s Compensation Planning software helps companies to: Recommend pay increases based on performance rules and guidelines Allocate budget, salary, bonus and incentive stock across different groups Establish various program types, approval hierarchies, and workflow Generate total reward statements and deliver them via

19 Success Stories

20 Customer Success Story Leadership Development Heartland Dental implemented a bespoke Career Pathing program based on a custom competency model reflective of their culture and industry. 94% 76% 87% 91% Assessment Completion Rates Agreed Leadership Performance Improved Significantly Indicated Feedback & Development Options to be Highly Valuable Benchmark Data was Instrumental to Promotion Decisions 83% of participants indicated the career path was very easy to use.

21 Customer Success Story Hi-Po / Career Engagement Tokyo Electron implemented a bespoke Career Pathing company-wide program based on a key job roles and company values to identify key successors for future global expansion. 97% 81% 88% 97% Assessment Completion Rates Agreed Job- Based Performance Improved Significantly Indicated Feedback & Development Options to be Highly Valuable Benchmark Data was Instrumental to Talent Pool Decisions

22 Implementation Approach

23 TalentGuard Team Customer Success Lead Regional CS Managers Executive Sponsor Account Leadership Account Lead Customer Success Team OD Consultants Training Managers Project Management Lead Regional Program Managers High-Touch Customer Success Model: Award-winning customer success team & model OD consultants focused on country support Project team manage timing and delivery Technology Team Technology Lead Process Consultant Reporting

24 Implementation Methodology TalentGuard will utilize our five-phase implementation methodology to manage the 360 feedback program Initiate Plan Execute Monitor Close Assign project manager Define project expectations Identify key stakeholders Create project charter Document current state Capture culture sensitivity & regional differences Identify and assign tasks Finalize project plan Determine governance, communication and training plan Sign-off on project plan Agree on assessment questionnaire and rating scales Define future state Document processes and procedures Translation / language preferences Configure / Set-up Technology Configure / Set-up Assessment Define metrics Establish audit framework Sign-off on program design Train administrators Pilot program & changes Roll-out regions Gather feedback Wrap-up 360 programs Generate reports Development Planning Create benchmark reports Assist with leadership insights. Define Discover Design Deploy Deliver

25 Account Governance Ensuring the program vision is realized and continues to evolve Weekly Monthly Quarterly Annually Project status Regional review Quarterly business review Formal program review Issue resolution log New functionality review Update on 360 activity Trends & insights Formal review of 360 progress & development plans Improvement processes Reporting & analytics discussions Fine-tuning of 360 program Key performance indicators

26 Success Factors Effective Governance Use existing methodology and project plan to achieve completion. Team Resources Scope of Engagement Agree on the scope of the agreement, validate flows and execute to that scope of work. Ensure appropriate resources from TalentGuard and Client. Relationship Identify potential problems or early and collaborate to resolve them. Change Management Ensure appropriate communications plans are executed internally to appropriate stakeholders.

27 Technology Snapshot

28 Technology Platform Delivery Model: Cloud-based, SaaS Delivery Model Multi- Tenant Single Instance Platform:.Net C# ASP.Net 4.5 Database: SQL Server 2014 Application Server: Microsoft Server 2008 R2 IIS 7.0 Integrations: Microsoft Single Sign-on ADFS 2.0 ADP WorkforceNow HRIS Instructure Bridge LMS Visability CyberTrain LMS CuroComp Compensation Planning IBM Competency Library HRSG Competency Library

29 Infrastructure Servers are backed up nightly with full cross-region redundancy and fail-over capabilities Data is encrypted from end-to-end from browser to application servers to database servers (in-transit and at-rest) Developed and maintained by a talented team of in-house software engineers each possessing a minimum of a BS in Computer Science and considerable professional experience. Does not outsource the development of its software or operations in order to maintain the highest levels of quality, security, and operational integrity. Written in C#/.NET with MS SQL Server following industry best-practices for developing high quality and secure enterprise-class software. Regularly tested for security vulnerabilities both internally and by 3 rd party pen testing firms most recently passed all security and penetration testing performed by ADP s Global Security team and passed Zurich Insurance Group s security assessment. Hosted by Microsoft Azure across 3 regional operating regions including the US, Europe, and Southeast Asia with the flexibility to deploy across 30 (including Germany-only deployments)

30 Microsoft Data Centers

31 Fostering Engagement How TalentGuard can foster how employees receive feedback from their team members, peers, superiors and stakeholders.. Behavioral Science Expertise We leverage our world class expertise to facilitate the greatest probability of success during the feedback process. SaaS Technology TalentGuard offers robust and easy-to-use technology to gather feedback and generate insights. Trusted Experience Our experience managing global 360 feedback projects ensure high-quality oversight for the entire project.

32 Question & Answers

33 Thank You

34 Terminology Competency The effective application of skills. Intellectual competencies can be defined as what the employee needs to know to perform the functions of the job. This can include industry knowledge, background, and expertise. Employee Performance Review A process, often combining both written and oral elements, whereby management evaluates and provides feedback on employee job performance, including steps to improve or redirect activities as needed. Skill A person s range of skills or abilities. Something one knows and can learn; something observable. Benchmark A quantitative level of performance, which defines best-in-class results. A benchmark may be utilized to define a performance standard. Job Performance The work-related activities expected of an employee, and how well those activities are executed. Talent Gap Also known as a skills gap. A talent gap occurs when an organization has more jobs than qualified people to fill them. Job Fit The degree of congruence between an individual s strengths, needs, and wants in a particular job and work environment. When interests align, the employee and the organization experience good job fit. Feedback Responses from involved parties regarding what did/didn t work. Organizations use this information to constantly improve their onboarding processes. 360-Degree Feedback An appraisal technique designed to produce a rounded picture of an individual, based on feedback from direct reports, peers, and leadership. Goal Setting The development of an action plan designed to motivate and guide a person, group, or organization toward a goal. Goals can be Corporate Goals, Team Goals, Individual Goals. Talent Profile for Employees A self-service profile of talent-related information maintained by employees, such as education, work experience, career aspirations and mobility preferences. Appraisal Process The process of appraising an individual s performance and goals. Development Plan Long-term development plan used to track and measure objectives for successors or high-potentials Succession planning Process of identifying and developing successors for key positions and high potentials for Talent Groups and Successor Pools Successor Someone who is adjudged to be capable of taking a position in the future Successor Pool A collection of employees who have potential to fill one or more jobs or positions within a specific job family. High Potentials Employees who consistently and significantly outperform their peer groups in a variety of settings and circumstances, while also reflecting their company s culture and value. High potentials are capable of growing and succeeding throughout their career within an organization more quickly and effectively than their peers. Talent Pipeline A systematic, visible process of identifying candidates for succession, combined with the processes for their development. Talent Mapping Linking the talent on hand to the talent that will be needed to support growth, in order to assess shortfalls or gaps. Can also be used for managing performance. Readiness How ready a successor is to assume a position.